Young Reacts #136

When I consider leaving Netflix, I am most concerned about leaving its culture. I appreciate the no-nonsense, no-bullshit, yet empathetic attitude. I worry that I won’t enjoy working at another company due to its culture, even if the role is what I want. Is my impatience getting in the way of enjoying the good things I have now?

Photo by Elena Mozhvilo on Unsplash

Software Engineering ⚙️

A Deep Dive into Airbnb’s Server-Driven UI System

Server-Driven UI seems to be the natural next step after the team creates the shared data layer and establishes the common design system. In my organization, we started seeing use cases to use Server-Driven UI to build new forms or deduplicate domain logic between the server and the UI. So this article from Airbnb was an inspiring read. I am curious now how the backend system manages the UI configurations.

Towards a better responsiveness metric

Defining a UI performance is tricky as users can interact with it in so many ways. Thus, we usually rely on our guts or fly blind. I learned a great deal about how to think about measuring performance from this article.

The State Of Web Workers In 2021

I had been confusing web workers and service workers before I read this article. But this article clarified that for me. A key takeaway: web workers are not a performance silver bullet due to their limited data sharing.

On scaling graphql subscriptions

As I only use GraphQL from the client-side, I don’t understand the costs of certain features. This article gave me a glimpse of that complexity.

People ❤️

4-day work week companies

There is no magic to the 40-hour or 5-day work week. It is a modern invention due to industrialization and will change as societies do. I appreciate that a few companies, such as Buffer, are willing to experiment with different approaches.

How can you evaluate the caliber of people at a company before joining it?

I believe that the companies we choose to join are far more important to our careers than how we show up at work. So knowing how to evaluate the companies and their people from the outside is as important as interviewing well. I have a few rules of thumb myself: when the interviewer says, “we are all smart people here,” it is a sign of hubris and a red flag to me.

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